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It’s a Fact: Hiring Managers Look at Social Media Feeds May 23, 2014

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Surveys show that 6 out of 10 hiring managers are taking ‘sneak peeks’ at Facebook posts and tweets of prospective employees, but the larger percentage of them wouldn’t allow this to influence their hiring decisions. 4 out of 10 stated that social media posts would be a deciding factor on whether or not they would hire an applicant according to Challenger Gray & Christmas.

John Challenger, CEO of Challenger and Gray further stated that inappropriate tweets or Instagrams from an applicant might lessen their chances of being hired. On the other hand, hiring managers are shaking down to reality because many of them are social media users themselves. He goes on to say that if every applicant were weeded out for inappropriate posts there would be no one left to hire.

Compromising photos and damaging statements posted to the public may hinder a job applicants chances, but ‘eavesdropping’ on those applicants social media post can work against employers as well. Anti-discrimination laws come into play if hiring managers are found to be biased, so checking up on protected workers social media posts can be tricky.

OgletreeDeakins Nash Smoak& Stewart PC’s employment attorney Tracy Miller says that employers are opting for third-party consultants to make professional and unbiased decisions when reviewing social media profiles. This allows for impartial hiring processes.

It is just about impossible for the casual social media pundit to pass up an opportunity to review a propaganda-style/racy photo that any other user posts; how much more can a human resource manager resist the temptation? The trick here is to put all off-color posts and photos into perspective by comparing what is actually said (and seen) in conjunction with the working world.

It is wise to think twice – and be a little charitable – in cases where it is plain that someone is blowing off steam. What they actually say may not weigh in as much as what they actually do. I’m sure many of us have posted comments that made us cringe when we thought about it afterward; you can’t take back what you give out!

Of course, repeated threats, harmful statements toward others or sexually discriminating and constant racist remarks are not to be ignored. To get a balanced view on a user’s personality – in connection with hiring – look at their family and friends, and their posts, to see what kind of company they keep and how they rate these people.

Also, find out what motivates them by the positive posts, photos and any pre-made mottos that are shared between them and their friends. This tells more about the inner person than anything else!


How to Hire for a Startup April 25, 2014

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The first time that business owners hire employees for their startups, a lot of them don’t do a very good job, and this is to be expected because many of them have no experience in hiring. As unfortunate as it is, though, hiring the wrong people can lead to business failure, so startup business owners should always be on the lookout for advice relating to how they can hire the right workers the first time around.

Determine the needed positions

The first tip that should be followed in relation to hiring the right people is to determine which positions need to be filled. While a new startup owner may feel as if he or she can take on the entire world, this isn’t a good idea. From having a qualified accountant to employing an experienced marketing manager, there are many positions that workers should be hired for.

Look for qualifications and experience

Hiring people that are qualified for their job positions is crucial to a startup’s success. And while experience is always a good thing, it’s usually not as important as being highly-qualified. Then again, the more experience a person has, usually the more qualified he or she is. The most important thing to remember is that some of today’s most highly-qualified individuals don’t have much experience under their belts because they are so young and straight out of college. It’s important to balance both characteristics–qualifications and experience–when hiring.

Double check applications

Just because a person says he or she has 15 years of experience in retail management doesn’t mean that it’s true. Startup owners should always double check the statements made on an applicant’s application.

Look for workers that will fit in

Every company has its own culture and atmosphere. When a hiring manager goes about hiring a new worker, it is essential to evaluate whether or not an applicant seems like he or she will fit in with the other workers. Sometimes, a worker will be highly-qualified, yet at the same time not be a good fit for a company.

Understand when to outsource

There are many job positions that can be outsourced instead of hiring a full-time worker to fill them. Outsourcing tends to be very cost-effective, and for some businesses, it’s the only option when first opening the doors. When a startup owners starts hiring workers, it’s important to determine which positions can be outsourced and which ones can’t.

The hiring processes that have to be carried out will always differ from one startup to the next, but by keeping the above mentioned tips in mind, the processes can be significantly simplified.

Applicant Tracking Software is also a fantastic resource for a burgeoning startup.  Using an ATS a startup can comete with large companies by having access to recruiting tools, background checks, careers sites, social recruiting features, referrals programs and more. 

Recruitment Software that Integrates with Facebook and Twitter November 2, 2012

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Recruitment software program is a very effective way to streamline the long process of hiring someone. The software is a very effective and is being used by more and more recruitment consultants and agencies big and small. The efficiency of the software is an ideal way to sort through a number candidates and place them in different fields of employment.

There are many different types of recruitment solutions. Many of them have tools that have the capabilities to sort through hundreds and hundreds of resumes via keyword and sophisticated algorithms. This removes the lengthy task of sorting through resumes and allows the recruiter to set specific parameters in what they are looking for in an employee. In addition to processing resumes, the software is also helpful in tracking a company’s job openings, sort through previous candidates, as well as file clients and contacts in a quick and efficient. Ultimately, the goal of recruitment software is to help recruiting professionals bypass piles of paperwork and put the focus on finding the right candidate for their company.

Much of the recruitment technology also has publishing capabilities to interact with different job boards and search engines. This allows for more web optimization. Good recruitment software should also be able to interact with emailing platforms, sales systems, marketing software as well as social media sites such as Facebook and Twitter. By communicating with third party applications, recruitment software can gather information for a strong candidate database that discounts the less qualified ones. Recruitment systems are also beneficial in that it allows candidates to interact directly with their profile. They can update information and add relevant information over time.

All in all, the benefits of recruitment software gives recruiters exactly what they need when searching for potential job candidates. For one, it sorts through resumes and bring the most qualified candidates to the forefront. This type of solution also allows you to search the database of current candidates with specific keywords. Tools for recruitment software also allow you to customize exactly what you are looking for in an employee for your company which will definitely make the process of hiring more efficient and productive. 

More than that, it provides recruiting professionals with the appropriate tools to maximize their time. The hiring process can be a time consuming process, but with the help of job recruitment solutions, finding the perfect candidate for the perfect job is just a few clicks away.